Human ResourcesHuman Resources

Parish Leadership Workshop DayParish Leadership Workshop Day

20142014

TopicsTopicsCanonsCanons

Health and SafetyHealth and Safety

Workplace Violence and HarassmentWorkplace Violence and Harassment

Emergency PreparednessEmergency Preparedness

Contractor vs. EmployeeContractor vs. Employee

Clergy RemunerationClergy Remuneration

ScreeningScreening

EndingsEndings

ResourcesResources

CanonsCanons

Canon 9 – IncumbentsCanon 9 – Incumbents

Canon 10 – Clerical Appointments, Canon 10 – Clerical Appointments, Exchanges, Retirements and TerminationsExchanges, Retirements and Terminations

Canon 15 - ChurchwardensCanon 15 - Churchwardens

Health and SafetyHealth and Safety

• Mandatory basic occupational health and Mandatory basic occupational health and safety training must be completed for all safety training must be completed for all employees. Compliance deadline is July 1, employees. Compliance deadline is July 1, 2014.2014.

Health and Safety TrainingHealth and Safety Training

Rights and responsibilities of workers, Rights and responsibilities of workers, supervisors and employers.supervisors and employers.

Roles of joint health and safety Roles of joint health and safety committees (representative),committees (representative),

Roles of the Ministry of Labour, WSIBRoles of the Ministry of Labour, WSIB

Strategies for eliminating workplace Strategies for eliminating workplace hazards,hazards,

WHMIS trainingWHMIS training

Internal Responsibility SystemInternal Responsibility System

Employers and Employees share Employers and Employees share responsibilitiesresponsibilities

Roles, Responsibilities and Rights are Roles, Responsibilities and Rights are interlockinginterlocking

Government determines if these are metGovernment determines if these are met

Rights of EmployeesRights of Employees

““Right to participate” to be part of making Right to participate” to be part of making the workplace a safe place.the workplace a safe place.

““Right to refuse work” that they believe is Right to refuse work” that they believe is dangerous. dangerous.

““Right to know” of any possible hazards in Right to know” of any possible hazards in the workplace.the workplace.

Parish Responsibility SystemParish Responsibility System

Employer = ChurchwardensEmployer = Churchwardens

Employee = Anyone receiving payEmployee = Anyone receiving pay

Supervisor = Position named on the Supervisor = Position named on the employment agreement. ie. Incumbent.employment agreement. ie. Incumbent.

Responsibilities of the EmployerResponsibilities of the Employer

Ensure everyone follows the OHSA.Ensure everyone follows the OHSA.

Appoint competent supervisors.Appoint competent supervisors.

Educate employees.Educate employees.

Inform workers of any hazards.Inform workers of any hazards.

Take every reasonable precaution.Take every reasonable precaution.

Post the Occupational Health and Safety Post the Occupational Health and Safety Act and WSIB poster.Act and WSIB poster.

Responsibilities of EmployerResponsibilities of Employer

• Prepare and post the parish policy and Prepare and post the parish policy and program.program.

Post inspection reports.Post inspection reports.

Ensure a worker representative is chosen.Ensure a worker representative is chosen.

Check the Ministry of Labour website for Check the Ministry of Labour website for differing responsibilities for workplaces differing responsibilities for workplaces with 1 to 5 workers, 6 – 19 workers, or 20 with 1 to 5 workers, 6 – 19 workers, or 20 – 49 workers.– 49 workers.

Health and Safety ResourcesHealth and Safety Resources

www.toronto.anglican.ca

•Churchwardens toolboxChurchwardens toolbox

•Health and SafetyHealth and Safety

•See sample templates on the right hand See sample templates on the right hand side of the page. Templates include; roles, side of the page. Templates include; roles, responsibilities, and procedures.responsibilities, and procedures.

Health and SafetyHealth and Safety

Template policies.Template policies. Health and Safety PolicyHealth and Safety Policy Health and Safety ProgramHealth and Safety Program Working aloneWorking alone Safe ladder useSafe ladder use Hazard ReportingHazard Reporting Incident investigationIncident investigation Fire EmergencyFire Emergency

Critical InjuriesCritical Injuries

Places life in jeopardy.Places life in jeopardy.

Produces unconsciousness.Produces unconsciousness.

Results in substantial loss of blood.Results in substantial loss of blood.

Involves the fracture of a leg or arm but Involves the fracture of a leg or arm but not a finger or a toe.not a finger or a toe.

Involves the amputation of a leg, arm, Involves the amputation of a leg, arm, hand or foot but not a finger or toe.hand or foot but not a finger or toe.

Critical InjuriesCritical Injuries

Consists of burns to a major portion of the Consists of burns to a major portion of the body or;body or;

Causes the loss of sight in an eye.Causes the loss of sight in an eye.

The Ministry of Labour The Ministry of Labour must bemust be contacted contacted within 48 hours. Advise as soon as within 48 hours. Advise as soon as possible (after emergency call) and the possible (after emergency call) and the sight must secured with no changes.sight must secured with no changes.

Violence and HarassmentViolence and HarassmentJune 15, 2010.June 15, 2010.

No matter how many employees every site No matter how many employees every site must complete a risk/hazard assessment. must complete a risk/hazard assessment. (Must keep a copy of the assessment)(Must keep a copy of the assessment)

Different requirements for parishes with 5 or Different requirements for parishes with 5 or less employees vs. parishes with 6 or more.less employees vs. parishes with 6 or more.

All employees need to be aware of risks and All employees need to be aware of risks and how to respond to violence or harassment.how to respond to violence or harassment.

Violence and HarassmentViolence and Harassment

Parishes with 6 or more employees.Parishes with 6 or more employees.

-Must have a written policy.-Must have a written policy.

-Must train employees on the policy.-Must train employees on the policy.

• Policy templates are available on the Policy templates are available on the Diocesan website found under health and Diocesan website found under health and safety.safety.

Emergency PreparednessEmergency Preparedness

Pandemic preparedness.Pandemic preparedness.

What about other types of emergencies? What about other types of emergencies? Ice storm December 2013, flooding April Ice storm December 2013, flooding April 2013 (Minden-Kinmount)2013 (Minden-Kinmount)

Disruptions – boiler breakdown in Disruptions – boiler breakdown in January? Water Diocesan Centre.January? Water Diocesan Centre.

Emergency PreparednessEmergency Preparedness

Communications – website, phone tree, Communications – website, phone tree, email addresses.email addresses.

Responsibilities – physical site, finances, Responsibilities – physical site, finances, insurance. insurance.

Communication to the broader community. Communication to the broader community. Is there a role for the parish to play?Is there a role for the parish to play?

Accessibility for Ontarians with Accessibility for Ontarians with Disabilities Act (AODA)Disabilities Act (AODA)

Multi-year initiativeMulti-year initiative

1.1.Customer Service (2012)Customer Service (2012)

2.2.Integrated accessibility standard. Integrated accessibility standard. Employment, communications and Employment, communications and transportation.transportation.

3.3.Monitor government and diocesan website Monitor government and diocesan website for further information.for further information.

Employee vs. Contract WorkerEmployee vs. Contract Worker

Review document; Employee vs. Contract Review document; Employee vs. Contract worker on the diocesan website.worker on the diocesan website. Diocesan Website, Diocesan Website, Churchwardens resources, Churchwardens resources, Parish HR manual, (left side drop down), Parish HR manual, (left side drop down),

Employee vs. ContractorEmployee vs. Contractor See page 4 and 5 for practical considerationsSee page 4 and 5 for practical considerations

Employee vs. ContractorEmployee vs. Contractor

Legal TestLegal Test The degree or absence of control, exercised The degree or absence of control, exercised

by the alleged employee;by the alleged employee; Ownership of tools;Ownership of tools; Chance of profit or loss;Chance of profit or loss; Integration of the alleged employees’ work Integration of the alleged employees’ work

into the alleged employer’s business.into the alleged employer’s business.

Clergy RemunerationClergy Remuneration

Churchwardens and cleric need to meet Churchwardens and cleric need to meet annually to discuss changes to annually to discuss changes to remuneration. Housing allowance / remuneration. Housing allowance / Stipend.Stipend.

Diocesan Council mandates minimum Diocesan Council mandates minimum stipend levels but not maximum levels.stipend levels but not maximum levels.

Review Clergy Remuneration Memo for Review Clergy Remuneration Memo for Diocesan and Area statistics.Diocesan and Area statistics.

ScreeningScreening

Joint responsibility of the Churchwardens and Joint responsibility of the Churchwardens and IncumbentIncumbent

Can designate a Screening CoordinatorCan designate a Screening Coordinator

Must be 18 years old to be in high-risk Must be 18 years old to be in high-risk positionposition

Screening – Key PrinciplesScreening – Key Principles

Ministry is a privilege not a rightMinistry is a privilege not a right Children and vulnerable adults must be Children and vulnerable adults must be

protectedprotected Volunteers must be prepared to be screened Volunteers must be prepared to be screened

and trainedand trained

Privacy of individuals is to be respectedPrivacy of individuals is to be respected Confidentiality is to be maintainedConfidentiality is to be maintained When in doubt, err on the side of safetyWhen in doubt, err on the side of safety

Screening Compliance ReportsScreening Compliance Reports

Assess for risk: high, medium, low riskAssess for risk: high, medium, low risk Sexual misconduct policy trainingSexual misconduct policy training Police Record CheckPolice Record Check Fully compliant with the standards & Fully compliant with the standards &

practices of the policypractices of the policy

Document any important decisions in the Document any important decisions in the parish screening file.parish screening file.

The Canon PastorThe Canon Pastor

The Rev. Canon Allan BudzinThe Rev. Canon Allan Budzin Confidential Phone: 416-807-2494Confidential Phone: 416-807-2494 Answers questions about the sexual misconduct Answers questions about the sexual misconduct

policypolicy Investigates complaintsInvestigates complaints

If involving children contact Children’s AidIf involving children contact Children’s Aid If suspicion, uncomfortable, or to make a If suspicion, uncomfortable, or to make a

complaint contact the Canon Pastorcomplaint contact the Canon Pastor If criminal contact the policeIf criminal contact the police

Sexual Misconduct Policy Sexual Misconduct Policy TrainingTraining

SMP Scenario Case Studies (New 2013)SMP Scenario Case Studies (New 2013)

SMP Training materials. See website.SMP Training materials. See website.

Records ManagementRecords Management

The personnel file should include:The personnel file should include: resumeresume employment agreement / contractemployment agreement / contract job descriptionjob description salary and benefit informationsalary and benefit information screening documentationscreening documentation ongoing performance evaluationsongoing performance evaluations continuing education material (health & safety)continuing education material (health & safety) performance management documentationperformance management documentation sick leave, leave of absence, vacation memossick leave, leave of absence, vacation memos resignation or termination documentationresignation or termination documentationRecords need to be kept in a secure locked location at the Records need to be kept in a secure locked location at the

parish. (Not in someone’s home)parish. (Not in someone’s home)

EndingEnding

Resignation – Get it in writing. Recognize with Resignation – Get it in writing. Recognize with an acceptance letter.an acceptance letter.

DismissalDismissalReview file.Review file.Seek assistance. Use a proven process.Seek assistance. Use a proven process.Contact a labour lawyer or other human Contact a labour lawyer or other human resource professional.resource professional.Employment Standards Act sets a minimum.Employment Standards Act sets a minimum.Remember the impact on the community.Remember the impact on the community.

EndingsEndings

Documentation – Letter, memos of Documentation – Letter, memos of meetings.meetings.

File any parish announcements.File any parish announcements.

EmployeesEmployees

Employment Standards Act:Employment Standards Act: ESA – Workbook for EmployersESA – Workbook for Employers Poster – Version 4Poster – Version 4

CRA – Payroll / DeductionsCRA – Payroll / Deductions

Employment Standards SiteEmployment Standards Sitewww.labour.gov.on.ca

Fact SheetsFact Sheets

Leaves: Emergency, Family Medical, Maternity, Leaves: Emergency, Family Medical, Maternity, Parental, Disability and SicknessParental, Disability and SicknessFAQs (Frequently Asked Questions) FAQs (Frequently Asked Questions) Hours of Work & Overtime Hours of Work & Overtime Minimum Wage Minimum Wage Public HolidaysPublic HolidaysTermination of Employment & Severance Pay Termination of Employment & Severance Pay VacationVacation

Government CalculatorsGovernment Calculators

Assists with calculating standards employment Assists with calculating standards employment informationinformation

ESA: Statutory HolidaysESA: Statutory Holidays

ESA: Termination and SeveranceESA: Termination and Severance

CRA: Payroll deduction calculator (December 12, CRA: Payroll deduction calculator (December 12, 2013)2013)

Where Do I Get Information?Where Do I Get Information?

Former ChurchwardensFormer Churchwardens

Parish Human Resources Manual 2014Parish Human Resources Manual 2014

www.toronto.anglican.ca

-Churchwardens Resources-Churchwardens Resources

-Human Resources for Clergy/ Parishes-Human Resources for Clergy/ Parishes

Networking Networking (other parishes, those in your parish…)(other parishes, those in your parish…)

Internet – Interview questions, compensationInternet – Interview questions, compensation

Human Resource StaffHuman Resource Staff

Amy Talbert – Screening and HR Amy Talbert – Screening and HR Coordinator Ext., 241 or Coordinator Ext., 241 or atalbert@toronto.anglican.ca

Richard Dentinger – Director of HRRichard Dentinger – Director of HRExt., 232 or Ext., 232 or rdentinger@toronto.anglican.ca